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Teams and teamwork are the heart and soul of every project. This is especially true for agile teams. It is not the individual performance or accomplishment that counts but that of the team. Just like in team sports the team succeeds and fails together. Interestingly Agilists propose self-organizing teams. But what does “self-organizing” mean? If teams are self-organizing why do so many teams and projects fail? This lecture sheds light on self-organizing teams. It explains what distinguishes them from manager-led and self-governing teams. It then outlines the ingredients that self-organizing teams need in order to develop and prosper. Self-organizing teams have an immense potential for achieving powerful results on a project. However, there is no guarantee that self-organizing teams will form and be able to sustain themselves. This is particularly the case in non-agile organizations. Under those circumstances it is important to know common pitfalls of self-organizing teams and learn to overcome them. The lecture will discuss difficulties in developing and nurturing self-organizing teams. And it will show what it takes to master these challenges. This is not an easy task. The returns, however, are multifold and worth the investment. Self-organizing teams can thus become a cornerstone of project success.
Citation preview
Picture © Stephanie Hofschläger | Pixelio.de
The Illusion and Promise of Self-Organizing Teams
Dr. Thomas Juli, PMP®, CSM® i-Sparks & Thomas Juli Empowerment Partners
Webinar for PMI-IS-COP Wednesday March 6, 2013
2 © 2012 by Thomas Juli; all rights reserved
November 9, 1989
3 © 2012 by Thomas Juli; all rights reserved
4 © 2012 by Thomas Juli; all rights reserved
Variations of team’s scope and authority
5 © 2012 by Thomas Juli; all rights reserved
Manager-led teams
Self-organized
teams
Self-governing
teams
6 © 2012 by Thomas Juli; all rights reserved
The Promise & The Illusion of Self-Organizing Teams
© 2012 by Thomas Juli; all rights reserved
7
© 2012 by Thomas Juli; all rights reserved
7 factors that make self-organizing teams an illusion
1 - No management support 2 - Avoiding responsibility 3 - Traditional management 4 - Distrust 5 - Disrespect 6 - Impatience 7 - Lack of purpose and vision
Picture © Petra Bork | Pixelio.de 7
1 - No management support
8 © 2012 by Thomas Juli; all rights reserved Picture © Jurec | Pixelio.de
9 Picture retrieved from http://tinyurl.com/5rjt8pa
Official View
© 2012 by Thomas Juli; all rights reserved
© 2011 by Thomas Juli 10
Actual View
© 2012 by Thomas Juli; all rights reserved
2- Avoiding team responsibility
11 © 2012 by Thomas Juli; all rights reserved Picture retrieved from http://tinyurl.com/9czfhge
3 - Traditional management or the death of empowerment
12 © 2012 by Thomas Juli; all rights reserved Picture © Cornerstone | Pixelio.de
I am the boss!
13 © 2012 by Thomas Juli; all rights reserved Picture © Gerd Altmann | Pixelio.de
4 - Distrust
5 - Disrespect
14 © 2012 by Thomas Juli; all rights reserved Picture © Gerd Altmann | Pixelio.de
5 - Disrespect
15 © 2012 by Thomas Juli; all rights reserved Picture © Gerd Altmann | Pixelio.de
5 - Disrespect
16 © 2012 by Thomas Juli; all rights reserved Picture © Gerd Altmann | Pixelio.de
5 - Disrespect
17 © 2012 by Thomas Juli; all rights reserved Picture © Gerd Altmann | Pixelio.de
5 - Disrespect
18 © 2012 by Thomas Juli; all rights reserved Picture © Gerd Altmann | Pixelio.de
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“Players win games, teams win championships.” Bill Taylor
Photo retrieved from http://tinyurl.com/2w3ynjt
Nurture Collaboration
© 2012 by Thomas Juli; all rights reserved
The Good and Evil of Collaboration Tools
Picture © Dieter Schütz| Pixelio.de
6 - Impatience with continuous improvement
© 2012 by Thomas Juli; all rights reserved 20
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“Learning is not compulsory... neither is survival.” W. Edwards Deming (1900 - 1993)
Picture retrieved from http://tinyurl.com/3yc5np8 © 2012 by Thomas Juli; all rights reserved
22
FEEDBACK
Picture © Pambieni | Pixelio.de © 2012 by Thomas Juli; all rights reserved
Cultivate Learning
23 © 2012 by Thomas Juli; all rights reserved
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Fail Early to Learn Quickly
© 2012 by Thomas Juli; all rights reserved
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Fail Early to Learn Quickly Learn from your mistakes
© 2012 by Thomas Juli; all rights reserved
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Fail Early to Learn Quickly
© 2012 by Thomas Juli; all rights reserved
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Fail Early to Learn Quickly
and learn from your successes
© 2012 by Thomas Juli; all rights reserved
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Actively create the conditions for a culture of learning*
Picture © Michael Ottersbach| Pixelio.de
* Note: Farmers don‘t grow crops. They create the conditions for crops to grow.
© 2012 by Thomas Juli; all rights reserved
7 - Lack of purpose and vision
29 © 2012 by Thomas Juli; all rights reserved Picture © Anja Semling | Pixelio.de
30 © 2012 by Thomas Juli; all rights reserved
The Promise & The Illusion of Self-Organizing Teams
© 2012 by Thomas Juli; all rights reserved
31 © 2012 by Thomas Juli; all rights reserved
7 Preconditions for Unleashing the Power of Self-Organizing Teams
1 - Purpose and vision 2 - Passion 3 - Cross-functional teams 4 - Empowerment 5 - Responsibility and accountability 6 - Acknowledgement 7 - Let it happen!
Picture © Petra Bork | Pixelio.de © 2012 by Thomas Juli; all rights reserved 31
1 - Develop a compelling purpose and vision of and for your project and team
32 Picture © WRW | Pixelio.de © 2012 by Thomas Juli; all rights reserved
Do you know your MVP?
33 © 2012 by Thomas Juli; all rights reserved
2 - Nourish passion in your purpose and vision
Picture © Paulwip | Pixelio.de © 2012 by Thomas Juli; all rights reserved 34
Do you know your MVP?
35 © 2012 by Thomas Juli; all rights reserved
Do you know your MVP? – Part II
36 © 2012 by Thomas Juli; all rights reserved
3 - Develop cross-functional teams
37 © 2012 by Thomas Juli; all rights reserved Picture © S. Hofschläger | Pixelio.de
© 2011 by Thomas Juli 38 Picture © Sabrina Gonstalla | Pixelio.de
4 – Empower your team
© 2012 by Thomas Juli; all rights reserved 38
39
Take Small steps
... one at a time
Picture © NASA © 2012 by Thomas Juli; all rights reserved
40
5 - Team responsibility and accountability
Picture © Stephanie Hofschlaeger | Pixelio.de © 2012 by Thomas Juli; all rights reserved
6 - Acknowledge performance, contributions and results
41 Picture retrieved from http://tinyurl.com/2v632h6 © 2012 by Thomas Juli; all rights reserved
42
and have FUN
Picture © Rainer Sturm | Pixelio.de
Promote Performance
© 2012 by Thomas Juli; all rights reserved
7 – Let it happen!
43 © 2012 by Thomas Juli; all rights reserved
44
The Promise of Self-Organizing Teams
7 Success Factors
1 - Purpose and vision 2 - Passion 3 - Cross-functional teams 4 - Empowerment 5 - Responsibility and
accountability 6 - Acknowledgement 7 - Let it happen!
© 2012 by Thomas Juli; all rights reserved Picture © Stephanie Hofschlaeger / Pixelio.de
Picture © Stephanie Hofschlaeger / Pixelio.de 45 © 2012 by Thomas Juli
The Promise of Self-Organizing Teams
7 Success Factors
1 - Purpose and vision 2 - Passion 3 - Cross-functional teams 4 - Empowerment 5 - Responsibility and
accountability 6 - Acknowledgement 7 - Let it happen!
45 © 2012 by Thomas Juli; all rights reserved
The Illusion of Self-Organizing Teams
46 © 2012 by Thomas Juli; all rights reserved
The Promise & The Illusion of Self-Organizing Teams
© 2012 by Thomas Juli; all rights reserved
47
The Promise & The Illusion of Self-Organizing Teams
7 Success Factors
1 - Purpose and vision 2 - Passion 3 - Cross-functional teams 4 - Empowerment 5 - Responsibility and
accountability 6 - Acknowledgement 7 - Let it happen!
7 Failure Factors
1 - No management support 2 - Avoiding responsibility 3 - Traditional management 4 - Distrust 5 - Disrespect 6 - Impatience with continuous
improvement 7 - Lack of purpose and vision
© 2012 by Thomas Juli; all rights reserved
48
Your Experience
Picture © Friederikchen | Pixelio.de © 2012 by Thomas Juli; all rights reserved
Play!
49 Picture © Verena N. | Pixelio.de © 2012 by Thomas Juli; all rights reserved
®
i-Sparks is an online playground for social change helping individuals and organizations grow their ideas into projects for success.
Email: [email protected] [email protected] Web: www.i-Sparks.net www.ThomasJuli.com www.TheProjectLeadershipPyramid.net Twitter: i_sparks, thomasjuli
Dr. Thomas Juli Founder and President, i-Sparks Managing Director, Thomas Juli Empowerment Partners
Whitepapers and presenta-ons available at h2p://mo-vate2b.com/knowledge-‐base 50